The basis of the factor plan comes from the Working Life Institute, read more about them here ->, HAC system - Basic model for job evaluation (Anita Harriman, Carin Holm, Arbetslivsinstitutet 2000). It is intended to be adapted based on the different conditions of different organizations. Read more about HAC in our article on the HAC system.

The Discrimination Act states that the equal pay audit must be done on employees who perform Comperative work. In order to be able to assess which works are Comperative to each other, the factors of the Discrimination Act are used as a starting point when assessing the requirements of the work tasks. The factors in the law are knowledge and skills, responsibility, effort and work environment. These are well reflected in the HAC system's issues.

The factor plan questions are more important for the job evaluation than a small adjustment of the weight of an individual question. For example, the question Responsibility for people is included affects the job evaluation for work in health and education to a greater extent than increasing the weight of the question by a few individual percentages. It is therefore important to design the issues so that they reflect the direction of the organization.

The number of response levels for the factors should be considered. Too few levels make the job evaluation instrument too blunt. It is difficult to distinguish between the works. Too many levels jeopardize the efficiency of valuation work. An appropriate number of response levels is five, if you want to deviate from that number, you should do so consciously and with good arguments.

For example, the number of response levels can be increased for Theoretical undergraduate education if you have several works with long educations, which is also relevant for the employer to give value for. Examples of this are in knowledge-intensive organizations with professions with long education. These include engineers, teachers and doctors.

Sysarb's factor plan has a proposed weighting that comes from many years of experience of work evaluation in the Swedish labor market. It reflects what the current wage policy looks like in most organizations in Sweden. In the factor plan, knowledge and problem solving are the most important factors. If you change the weighting, this should reflect a clear direction in the organization's salary policy.